Developing a Five-Year Human Resource Plan for ABC Ltd (2020-2025)

This discussion post presents a comprehensive five-year human resource plan for ABC Ltd, spanning from 2020 to 2025. The plan begins with an introduction outlining the company's workforce of 450 employees, including permanent and contractual staff, and identifies the need for recruitment, especially in the Engineering department. The mission focuses on recruiting, training, and retaining employees to support the company's strategic plan. Key goals include fostering a diverse workforce, providing training, meeting workforce needs, promoting career growth, and establishing strategic partnerships. The plan details steps such as assessing the current workforce, creating employee development and succession plans, performing a gap analysis, and making decisions regarding workforce adjustments. It also outlines human resource strategies to address potential labor deficits, including utilizing in-house talent and adjusting hiring criteria. The conclusion emphasizes the importance of implementing and adhering to the plan to achieve production targets and ensure long-term success. References to relevant literature are included to support the plan's framework.

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Introduction
The main aim of this discussion will be to lay a five-year human resource plan for the
company of ABC Ltd. This will help the organization to follow the strategic plan in between
the 2020 and 2025 in order to guide the business operations in future. There are 350
permanent employees in the organization and 100 employees with fixed term contract
periods. The recruitment is mainly required in the Engineering department, where Subsea
Engineers are required in order to maintain the flow of the operations. The human resource
strategies will also be explained which will be beneficial to address the surplus of labour or
deficit that will happen according to the human resource plan.
Human Resource Plan
Mission
The mission of ABC Ltd. Will be to recruit the required number of workforce in order
to follow the five-year strategic plan of the company, train them properly and retain them for
at least this five year so that the flow of the business operations according to the strategic
plan can be followed by the company in an efficient and effective way. It is the duty of the
human resource department to develop the new recruited employees or workers into a high
performing as well as diverse workforce, who can work together with the 450 employees
already present in the company.
Goals
The human resource plan need to be focused on the below mentioned goals:
1. Value, Encourage and Support a Diverse Workforce
2. Proper training and guidance to the new as well as the old employees

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3. Anticipate and meet the ever-changing needs of the workforce
4. Focus on the career growth of the employees
5. Create and enhance strategic partnerships
Steps of the Human Resource Plan
1. Assess the Present Workforce – As said earlier, there are a total of 450 employees
in ABC Ltd. at present, which consists of both permanent and contractual employees. It will
be the foremost duty of the organization to identify and evaluate the knowledge, skills and
capabilities of the employees, so that it will help them to assess that who will be the part of
the five-year strategic plan of the company and who will be not, so that the number of vacant
positions can be point out and the company can recruit new people and provide them proper
training so that they can help to achieve the 120% production within the first three years, that
is from 2020 to 2022.
2. Creation of Employee Development Plans – Proper development plans need to be
structured by the human resource department so that the new employees can have a better
career growth in ABC Ltd. The old employees can also enjoy the development plans to
cement their places in the organization. Regular training periods need to be taken and the
performance of the employees need to be measures in an ethical way in order to motivate
them to guide the company to achieve the target set for the next five years.
3. Creation of a Succession Plan – A proper succession plan also need to be
structured where there will be fair process of selection of future leaders within the
organization, who will be capable enough to replace the old leaders. Succession plan will
help the human resource department to increase or raise the availability of experienced as
well as able employees who will be prepared to take those roles when they will become
available.

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4. Perform a Gap Analysis - When the company would face a reduction of 30% of
production in the 4th year and 20% in the 5th year, the human resource department of the
company need to perform a gap analysis, through which they would be able to know the
performance level of the employees and can motivate or encourage them to perform bette5r
so that ABC Ltd. Can again increase their production above 100% from the year 2026.
5. Decision Making – This would be the last part of the human resource plan where
the organization would point out the employees whose performance level would be not
satisfactory to the management. In order to achieve more than 100% production from 2026,
the requirement of any further employees or labour within the company would also be
analysed by the human resource department. This would help ABC Ltd. To structure their
strategic plans accordingly and in an effective and efficient way1.
Adoption of Human Resource Strategies
The human resource strategies which need to be adopted by the people in ABC Ltd. in
order to address the labour deficit within the organization are described as follows:
In-house Talent
In case of labor deficit in the organization of ABC Ltd., the human resource
managers need to look after the people from the organization only2. That will help as those
people are already familiar with the situations and scenarios of the company and they will be
capable enough to cope up with the requirement conditions. The human resource department
1 Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions,
applications, and skill development. Sage publications
2 Cania, L., 2014. The impact of strategic human resource management on organizational
performance. Economia. Seria Management, 17(2), pp.373-383.

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can provide any kind of necessary technique required to meet the desired scenario of the
company.
Hiring Criteria
The hiring criteria need to be adjusted by the company, so that they can hire more
people in order to meet up the deficit of the organization of ABC Ltd.3 It will help to attract
more people to the organization in minimum criteria and will help to achieve the production
level targeted by the company. Necessary training will be provided to the fresh employees
Conclusion
Through the discussion, it can be concluded that the human resource plan along with
the strategies need to properly laid and followed by ABC Ltd., so that they can again achieve
more than 100% production from the year of 2026.
3 Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge

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References
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Cania, L., 2014. The impact of strategic human resource management on organizational
performance. Economia. Seria Management, 17(2), pp.373-383.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions,
applications, and skill development. Sage publications.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resources
management. Instructor, 2015.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.